Renee Carter

June 7, 2026

Dear Mr. Whitfield,

A hiring manager once told me the best HR partner is the one nobody notices — because the role got filled, the case got resolved, and the new hire stayed. That is the standard I've held across eight years and 600-plus-employee organizations, most recently at Piedmont Health Partners, where I own full-cycle recruiting for 45–55 open requisitions at a time across clinical, corporate, and IT teams. I'd welcome the chance to bring that same people-first rigor to the HR Business Partner opening on Catawba Regional Health System's people operations team.

The metrics I care about most are the ones that mean someone found the right job and stayed in it. At Piedmont I hire 130+ employees a year while cutting average time-to-fill from 48 to 31 days, and a redesigned 30-60-90 onboarding program lifted 90-day new-hire retention from 82% to 94%. As first point of contact for employee relations, I investigate and resolve 60+ cases per year with documented, compliant outcomes and zero resulting EEOC findings — the discretion a health system depends on.

Just as important is building HR that scales. I co-chair Piedmont's DEI council, where structured interview scorecards and manager-inclusion training raised diverse candidate slates from 28% to 47%. Earlier, at Cardinal Logistics Group, I migrated a 380-person workforce off spreadsheets into BambooHR — saving roughly 10 hours of manual reporting each week — and ran FMLA, ADA, and workers' comp cases with 100% on-time compliance across two annual audits. I'm fluent in Workday and BambooHR and grounded in FMLA, EEO, and ADA compliance.

I'd welcome a conversation about how my recruiting, employee-relations, and benefits experience can support your team's goals. Thank you for considering my application; my resume is enclosed, and I'd be glad to share references or program specifics whenever it's helpful.